Boosting Your Company’s New Hire Experience: Top Tips from the Philippines Best Workplaces

ANTONIETTE MENDOZA-TALOSIG​

Author

The COVID-19 pandemic rewrote the rules of many facets of our lives. The need for physical distancing, for example, required many businesses and their employees to adapt to working from home overnight.

While the tools for remote working such as Zoom, Google Meet and Microsoft Teams were already available prior to the pandemic, not many were prepared to use them daily to communicate, collaborate and get their work done. This new way of working led to a feeling of disconnect among employees, with many feeling that they are back to square one. Consequently, this created a crisis of trust within companies.

“The crisis of trust is increasingly common as the strains of remote working wear down company culture and people’s goodwill. Company leaders who want to maintain morale and avoid negative outcomes like increased attrition must take steps to establish (or reestablish) trust among their employees.”

M. Mortensen and H. Gardner, Harvard Business Review

Trust became even more critical in workplaces in this so-called New Normal, including those in the Philippines. In our Philippines’ Best Workplaces™ 2021 report, we found that organizations that made it to the list had an average Trust Index© Score of 91%, an improvement from last year’s average of 87%. These figures highlight the premium that employees place on trust when it comes to the companies they work for.

3 hiring and onboarding practices that gain your candidates’ trust

Building trust is especially critical at the beginning of a candidate’s journey. Questions about the company’s values, how it will take care of them during these difficult times and ensuring their safety when they return to the office are not at all uncommon these days.

At a time when the fundamental ingredient of great workplaces is being eroded, how can companies get candidates to trust them early on? Great workplaces have a wide range of techniques to achieve this, including the following:

Interview and hire for the best fit

Trust is a two-way street. So, invest time in actually getting to know the candidate during the interview. This gives you the confidence that you will work with someone who does not only have the right skill set but whose values also align with your company’s. Because of this, it would be important for your organization to establish consistent interviewing and hiring processes that let you see beyond a candidate’s list of technical competencies.

Create a unique welcoming experience

Most companies only start welcoming their employees on their first day. But what sets great workplaces apart is that they make new hires feel welcome even before they join the organization. Things like providing them with resources to help them prepare for your first meeting, being transparent with your workplace culture, sending them care packages and getting to know them personally all go a long way when it comes to rolling the proverbial red carpet for them.

Provide a robust onboarding program

You still have a lot of work to do once the new employee has joined the company. This is where having a robust onboarding program helps like providing new hires with the support they need to be better acquainted with the company and its people, your culture and the roles they need to play. You can assign someone who embodies your workplace culture as their “new hire buddy” to help them better acclimate to the organization as a whole.

At this stage, you can also give them opportunities to network with their teammates and people in other departments. For example, you can set up an employee resource group composed of first-year employees and let them meet regularly. They will get to know their colleagues better this way and it will foster camaraderie among them too.

As we currently are in a pandemic, they will also appreciate being constantly assured of their safety, that you will always consider their well-being and that their work has meaning. Overall, you want to make your new employee feel welcome when they join you. This is because we learned that employee safety, having a sense of purpose and experiencing belonging and camaraderie strongly impact the new hire experience.

Why go through all these to hire a candidate?

Be considered by candidates from the get-go

Even before candidates send you their resume, they are already gauging your quality as an employer. We found that 75% of job seekers consider a company’s employer brand before applying, so your reputation definitely helps you attract talent.

Get more applications

If your company is struggling to attract candidates, being recognized as a great workplace can get you as much as 250 times more job applications than other organizations. For example, Ingram Micro saw a 40% increase in applications after being named as one of the Philippines Best Workplaces™.

Lower your hiring costs

Because the pandemic is putting a strain on the budgets of many businesses, it is more critical to make the most of every Peso that your company spends. Having a strong employer brand can benefit you in this area as you can expect to cut your cost-per-hire by half.

Boost your referrals

Your employees are the best and most qualified people to promote your company as a great workplace. And when they consider you among one of the country’s Best Workplaces™, we found that your employee referral program will be three times more effective than in other organizations. Just ask Ingram Micro where 100% of candidates state that the company’s reputation as a great place to work or a Great Place to Work-Certified™ organization as being one of their reasons for applying.

Get more tips from Great Place to Work-Certified™ companies

Want more real-world examples of how great workplaces enrich their candidate experience in the New Normal? You may visit our Employer Branding page to get insights from leaders working in Great Place to Work-Certified™ companies and start building an organization that nurtures trust in your employees in whatever you do.

ANTONIETTE MENDOZA-TALOSIG​

Author

Great Place To Work identifies Best Workplaces™ in Asia by surveying over 1 million employees in Asia and the Middle East about the key factors that create great workplaces for all and analyzing company workplace programs impacting over 4.7 million employees in the region.

To be considered, companies must first be identified as outstanding in their local region by appearing on one or more of our Best Workplaces lists in Greater China (including China, Hong Kong and Taiwan), India, Indonesia, Japan, Kuwait, Philippines, Qatar, Saudi Arabia, Singapore, South Korea, Sri Lanka, UAE, Vietnam during 2021 or early 2022.

Companies rank in three size categories: Small and Medium (10-499 employees); Large (500+); and Multinational. Multinational organizations are also assessed on their efforts to create great workplaces across multiple countries in the region. They must appear on at least two national lists in Asia and the Middle East and have at least 1,000 employees worldwide with at least 40% (or 5,000) of those employees located outside the headquarters country.

Great Place To Work identifies Best Workplaces in Asia™ by surveying 2.1 million employees in Asia and the Middle East about the key factors that create great workplaces for all and analyzing company workplace programs impacting 5.9 million employees in the region.

To be considered, companies must first be identified as outstanding in their local region by appearing on one or more of our Best Workplaces lists in Bahrain, Greater China (including China, Hong Kong and Taiwan), India, Indonesia, Japan, Kuwait, Oman, Philippines, Qatar, Saudi Arabia, Singapore, South Korea, Sri Lanka, UAE, Vietnam during 2022 or early 2023.

Companies rank in three size categories: Small and Medium (10-499 employees); Large (500+); and Multinational. Multinational organizations are also assessed on their efforts to create great workplaces across multiple countries in the region. They must appear on at least two national lists in Asia and the Middle East and have at least 1,000 employees worldwide with at least 40% (or 5,000+) of those employees located outside the headquarters country.

For All™ Methodology

Great Place To Work, the global authority on workplace culture, determined the Philippines Best Workplaces™ 2023 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of over 450,000 employees across the Philippines.

Employees responded to over 60 survey questions describing the extent to which their organization creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. We analyze these experiences relative to each organization’s size, workforce makeup, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organization to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news, and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

For All™ Methodology

Great Place to Work, the global authority on workplace culture, determined the Philippines Best Workplaces™ 2022 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of over 130,000 employees across the Philippines.

Employees responded to over 60 survey questions describing the extent to which their organization creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. We analyze these experiences relative to each organization’s size, workforce makeup, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organization to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news, and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

Categories:
These organizations’ assessment is based 100% on employee responses to the Trust Index survey.

  • Small 10-99 Employees

For larger organizations with more than 100 employees, we also use our Culture Audit™ tool, asking organizations to share with us their practices, policies, and programs to create a great workplace For All™ and evaluate the approach they take.

  • Medium 100-999 Employees
  • Large 1000+ Employees

Why do you say in one place your national list scoring is based on 85%/15% and in another place that it is 75%/25%?

We are explaining two different things:
1.  The criteria we evaluate

  •  85% concerned with Trust and Maximizing Human Potential and
  • 15% concerned with everything else

2.  Where the data comes from

  • 100% Trust Index for organizations with less than 100 employees
  • 75% based on the Trust Index survey analytics and 25% based on responses to the Culture Audit for organizations with more than 100 employees.
For All™ Methodology

Great Place To Work, the global authority on workplace culture, determined the Philippines Best Workplaces™ 2023 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of over 450,000 employees across the Philippines.

Employees responded to over 60 survey questions describing the extent to which their organization creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. We analyze these experiences relative to each organization’s size, workforce makeup, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organization to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news, and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

Categories:
These organizations’ assessment is based 100% on employee responses to the Trust Index survey.

  • Small 10-99 Employees

For larger organizations with more than 100 employees, we also use our Culture Audit™ tool, asking organizations to share with us their practices, policies, and programs to create a great workplace For All™ and evaluate the approach they take.

  • Medium 100-999 Employees
  • Large 1000+ Employees